by Rachel Simmons
Jan 30, 2026
10 min read
Normally, in our personal life, every day we practice negotiation. From the market to our family members, we try to convince, we try to reach a common point. However, when it is time to negotiate a job, we often become confused about how to approach the process. A lot of candidates think that negotiating a job offer can reduce the possibility of getting the job. There are many different concepts regarding negotiation in a job, and we will discuss this topic from various perspectives.
Before discussing how to negotiate a job offer, we have to know about negotiation, negotiation philosophy, its purpose, negotiation techniques, and more.
The Cambridge English Dictionary defines negotiation as the process of having formal discussions with someone in order to reach an agreement, or the discussions themselves.
In an informal way, negotiation can be called a discussion or a logical conversation to reach a common ground or common purpose. It helps both parties achieve their individual purpose with other stakeholders.
Most candidates, especially fresher’s, are afraid to negotiate. They think if they negotiate with the job offer it can create a negative impact, because they fear losing the opportunity.
But they do not know how to negotiate a job offer or salary. There is a proper strategy to negotiate a job offer. It is a common practice to negotiate for a job and it is one kind of right for the candidates. So if you have an opportunity to negotiate a job offer, do not lose that chance.
People have a common thought that job offer negotiation means trying to convince or pressure the recruiters to increase the salary. But job offer negotiation is more than that.
There are many benefits or compensations that we can discuss and negotiate. Increment, bonus, transportation facilities, probation period, food facilities, and many other points can be discussed.
So do not limit it only to salary. To negotiate a job offer, you need to build a proper strategy. For this strategy, you need to know different points about negotiation.
Most of the time, people try to dominate others to achieve their goals. But in the negotiation process, it is a logical discussion or conversation. All parties try to reach a common point where every stakeholder can be benefited.
So the demands and expectations of different stakeholders are presented in a logical way.
So when we have a question about how to negotiate a job offer salary or negotiating a job offer, we have to establish a plan with logical points.
In daily life, when we negotiate, we try to win as individuals; we do not think about other stakeholders or parties. But it cannot establish a long-term good relationship.
In a job, business, or personal life, we want to build a long-term relationship. That is why in negotiation we have to focus on a common win. There is a term called win-win.
So when you are planning for negotiations, you have to think about other major stakeholders. Suppose you are only thinking about your benefits, but you also have to think about the recruiter’s or organisation’s point of view. They have a common budget for your salary and sometimes they cannot cross it, but you can deal with them regarding incentives, your mobile or internet bill, transportation costs, or other facilities that can add value to your benefits and also can be provided by HR or recruiters.
If HR only thinks about their side, they can win, but the candidate can lose. In the long term, the candidate cannot work with satisfaction. Again, if you are a candidate and you only focus on your winning part, if you do not join the company, the company will also lose a capable candidate. It will be a loss for them. So the negotiation should be win-win.
BATNA refers to the best alternative to a negotiated agreement. It creates the opportunity to negotiate for benefits for all. In negotiation, there are a lot of alternatives. There are many options. It opens the door and creates points for conversation or dealings because everyone has some options.
When you are trying to achieve your benefits in a job offer, try to find out your BATNA.
For a fruitful job offer negotiation, both parties have to practice some common factors.
This is very important. When we are stuck with our thoughts, our subconscious mind rejects other people’s discussion. But we have to carefully listen. From this listening, we can find out many alternatives or negotiation points.
In this negotiation conversation or dealing, everybody has to respect others. When anyone presents their logic, we have to respect their logic. It may seem to us that another person’s logic is not so powerful, but it can happen that a point that is not important for me can be important for others. Also, this logic can be a good dealing point.
Sometimes we are so rigid, we do not try to listen to others or prioritise others’ thoughts. In a job offer, we have to create room for discussion. Suppose you are a candidate and you are rigid that you will not join if they do not provide your expected salary. This rigidness can close the door for negotiation. It can happen that the recruiter calls the next candidate. But when you give some flexibility, recruiters can provide you with other compensation or benefits that can also be of great value to you.
In a negotiation conversation, we should keep in mind that we have to provide opportunities or ideas to the other party that can help them to compromise. If the other party does not find any scope for giving room, then our scope is also affected. With a positive mind, we should deal with it.
When you get a job offer, you should accept it with proper gratitude and an opportunity mindset. When you accept it positively, it creates a positive impact and a soft corner for you from the recruiter’s perspective.
In written format or verbal format, you can convey gratitude. You can also mention that you are accepting and that you will need time to review the offer. You can take a specific time with the recruiters, and it helps both parties prepare for the next steps.
Before negotiation, it is important to read the job offer details. Every detail is important. If you have any queries, do not hesitate to clear them with the HR team.
Before planning negotiation points, try to collect as much information as you can. From their website, you can collect a lot of information. Besides this, their job circular, previous job circulars, and other position circulars can help you. You can also collect information from their present employees.
You can collect their benefits and compensation information, office timing, office culture, and flexible opportunities.
Try to collect similar types of job salary ranges, compensation packages, and offerings that you can use as a reference point in negotiation. You can follow crawljobs for different categories of jobs and details worldwide.
In a job offer, there are many points you can negotiate. Our first default interpretation is to focus only on salary.
Without a salary, we can also focus on many other points, such as:
Different people have different types of priorities. It is not mandatory that you focus only on salary. Suppose the HR recruiters cannot accept your expected salary. Try to negotiate on other points.
Suppose it is a hassle to carry your lunch from home, so try to focus on free lunch facilities at the office. Again, you may be focusing on two to three thousand extra money, but you can focus on transport facilities, which can minimise your hassle or transportation costs.
Sometimes, some people have responsibilities, suppose you have to visit another city every month for family emergencies or bindings. You can negotiate for this flexibility. These responses are not highly costly from HR’s end but can make your life more comfortable.
Most candidates focus on short-term benefits, but try to focus on long-term growth. Try to negotiate for your future growth. You can take a commitment that if you work hard or complete your KPI, the company will provide you with increments or promotions. These points can be growth opportunities for you. Or you can request national and international training programs that can be high-cost for you individually. But if you can get approval at the start of the job offer, it can be a great benefit.
When we are negotiating, we only focus on our side, but we have to focus on the other side too. Suppose you are asking for transport facilities, you can focus on the point that if you get transport facilities, it will be easy for you to reach your workstation on time, and it will add benefits to the organisation’s work culture.
Try to convince them that if they provide you with proper incentives, you will be mentally motivated and it will help you increase your efficiency and productivity, which will add value to the organisation and help achieve team targets.
When you are able to show the organisation’s benefits or team benefits to the recruiters, then they can understand and be convinced of your points.
Try to negotiate with verbal communication. In verbal communication, practice your negotiation speech in front of the mirror. Imagine that if they do not agree with your focus point, what will be your next negotiation point. Try to use your vocal tone wisely. How effectively you present your requests or non-negotiable points will be important. Also, try to take pauses, listen carefully, and respond wisely.
Try to use the company’s values, culture, and brand value as your conversation references. You can put some information, strategy, or ideas that you will implement in your job role, which can help to convince the recruiters.
If you have to communicate in written form, focus on wording and logic.
Organisations emphasise long-term relationships. They want to retain quality employees. Give them confidence that you will serve them for a long time. If you can provide confidence, they can be convinced to invest in you.
It is important to close the negotiation, the deal, or the offer with a positive vibe, with positive wording and tone. It helps you and other people remember it with positive memories.
Most of the time, we finalise the deal verbally. Verbal negotiation points are very easy to forget. Recruiters and managers can change, management can change, but a written document can be a reference for your future. So whatever the deal is, no matter how small its value, try to properly document it with proper formalities.
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